Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.
We are happy to help you find a suitable online alternative.
Who should attend
- Global professionals from for-profits, NGOs, and governmental agencies
- Line-level HR professionals with 0-5 years experience
- Aspiring HR professionals
About the course
Whether you’re a generalist, specialist or new to the world of human resources, there are core competencies that every HR professional should know. A Certificate in Human Resources Management gives you the foundation needed for a successful career by providing ways for you to align your HR department to your organization’s goals. The 9 courses within the program are result-oriented and practical, with real-world examples and exercises. By the end of the human resources management certificate, you will have the skills necessary to develop and implement successful HR practices that will help your organization improve its performance through better overall people management. Human resources management topics covered in the program include compensation, labor relations, driving engagement, training and development, employee performance, and more.
- Aligning Employee Performance with Organizational Goals
Based on the research and expertise of John Hausknecht, Ph.D., you will evaluate the possibility of working with or without a system, identify the properties and benefits of different systems, and explore different approaches to performance management. Steps to mitigate risk will be outlined, common rating and feedback errors will be examined, and support in delivering feedback will be provided using tools such as a Communication Plan. With the completion of an action plan at the end of the course, you will be ready to apply what you learn to your own organization.
- Total Rewards Compensation
the thought leaders behind Cornell’s prestigious Institute for Compensation Studies. This team of authors and educators offers a learning experience that combines real-world case studies with an evidence-based, social science approach to the field of compensation. This course equips HR professionals with the tools and insights they need to apply a total-rewards view to compensation that aligns with their organization’s strategic goals and operational realities. This includes the Compensation Calculator, created by the Dean of the ILR School, Kevin Hallock, offering a method of job comparison that incorporates the total rewards view.
- Navigating Labor Relations
Drawing on their deep knowledge of labor relations and conflict management, Professors Alex Colvin and Harry Katz guide students through a series of activities that apply labor relations concepts to their own workplace (or a workplace with which they are familiar).
The course examines the regulatory and organizational labor relations environment and assesses the current state of relations between management and workers. Students learn how to prepare for possible labor disruptions and look at effective negotiations and conflict management. Videos by Colvin and Katz, backed up by additional interviews with industry experts, provide informative content that assists students as they complete a five-part course project aimed at applying the concepts in a practical manner.
While union environments are a significant focus of the course, many of the concepts can be applied to non-union environments as well.
- Facilitating Staffing Decisions
HR professionals need to adapt to changing objectives and market conditions to recruit, select, and retain employees with the necessary skills to further organizational goals—all while steering clear of legal and other risks. Professor Hausknecht draws on his research, teaching, and consulting experience in staffing to provide a relevant and rigorous overview of the field. He offers numerous practical examples to help build the skills needed to staff modern-day organizations and grounds his recommendations in the latest research findings.
- Driving Engagement for HR
People may assume that it's employee satisfaction or commitment to their job that promotes higher performance, but it's engagement. In this course, you will examine the foundational drivers of engagement and explore the components of successful engagement initiatives. When completed, this course will help you identify strategies for bringing about engagement in organizations.
In companies where 60-70% of employees are engaged, shareholder returns are approximately 24%. Compare that to companies where only 50-60% of employees are engaged: shareholder returns are as low as approximately 5%. Similarly, teams with high engagement experience 4.1% turnover, as opposed to approximately 14.5% turnover for teams with low engagement. These figures clearly illustrate the significant impact that managers and HR professionals can have if they better understand what impacts the engagement of employees.
- Employee Training and Development
In this course, you will learn when training is the right course of action and how you can design and deliver instruction to meet your training needs. Professor Bradford Bell of Cornell's ILR School will take you from the analysis stage to the evaluation stage, as you explore training within your organization. In the process, you will conduct your own analysis, create a training plan, incorporate instructional events that facilitate learning transfer, and determine evaluation methods and measurements for your program.
- Countering Bias in the Workplace for HR
In this course, you will learn about perceptual and psychological processes that impact the way that individuals interact with people who are demographically dissimilar from them. You will examine psychological processes that impact personnel decision making within organizations. This understanding will help HR professionals to design better practices and will help line managers to more effectively leverage the potential among employees from diverse backgrounds.
The course will also help you understand why “Diversity” is now often referred to as “Diversity & Inclusion” by explaining what inclusion is and how it differs from diversity. Why is inclusion so important, and what are its building blocks?
- Fostering a Coaching Culture
In this course, developed by Professor Diane Burton, Ph.D. of Cornell University’s ILR School, you will learn the skills necessary to reassert your HR role as a trusted, neutral advisor to employees at all levels within your organization. Students will develop coaching skills and learn how to foster a coaching culture while managing organizational HR needs with the most effective response for each situation.
- Consulting Skills for Internal HR
This course develops the skills needed to be an effective internal HR consultant, based on the research and expertise of Christopher Collins, Ph.D. Learn how to define the scope and nature of a consulting relationship, work with clients to diagnose problems and identify the root cause, present findings and recommendations, and determine appropriate solutions. Take a close look at implementing solutions and managing change. By completing the multi-part course project, you’ll gain practical experience by applying what you’ve learned to an actual or simulated consulting scenario.
KEY COURSE TAKEAWAYS
- Train managers on how to deliver effective performance feedback, rate employees accurately, and mitigate legal risk
- Recognize and apply elements of the Total Rewards Framework
- Analyze labor relations environments, understanding regulatory and organizational elements and how they affect relationships between management, unions and employees
- Identify effective planning, recruitment, and selection practices to align selection and staffing strategies with business strategies
- Diagnose root causes of suboptimal levels of engagement among different employee groups and identify hypotheses about appropriate solutions
- Choose training methods, technologies and content that are appropriate for the learner population
- Recognize unconscious bias and how it affects the way that people perceive, evaluate, and react to others
- Launch an internal consulting relationship based on a written or verbal contract
WHAT YOU'LL EARN
- Human Resources Management Certificate from Cornell ILR School
- 72 Professional Development Hours (PDHs)
- 54 Continuing Education Units (CEUs) toward PHR recertification
- 54 Professional Development Credits (PDCs) toward SHRM-CP and SHRM-SCP recertification
Harry C. Katz is the Jack Sheinkman Professor of Collective Bargaining at the School of Industrial & Labor Relations, Cornell University. He received his Ph.D. in Economics from the University of California at Berkeley. After teaching at MIT he came to the New York State School of Industrial ...
Linda Barrington is the Associate Dean for Outreach and Sponsored Research in the ILR School at Cornell University. She is also the Executive Director of the Institute for Compensation Studies (ICS), an interdisciplinary initiative in that analyzes, teaches, and communicates broadly about monetar...
I am a faculty member in the ILR School at Cornell University. My primary appointment is in human resource studies with courtesy appointments in organizational behavior and sociology. Prior to joining the Cornell faculty in 2009, I was a faculty member at the MIT Sloan School of Management. I sta...
Christopher J. Collins is an Associate Professor of Human Resource Management and Director of CAHRS in the ILR School at Cornell University. He earned his Ph.D. in Organizational Behavior and Human Resources from the Robert H. Smith School of Business at the University of Maryland. Dr. Collins''...
Kevin is the Kenneth F. Kahn Dean and the Joseph R. Rich Professor of Economics and Human Resource Studies in the ILR School at Cornell University. Previous Cornell positions include the Chair of the Financial Policy Committee, the Donald C. Opatrny Chair of the University-Wide Department of Econ...
John Hausknecht is an associate professor of human resource studies at Cornell University. He earned his Ph.D. in 2003 from Penn State University with a major in industrial/organizational psychology and minor in management. He received the 2004 S. Rains Wallace Award for the best dissertation in ...
Lisa Nishii joined the faculty of the Human Resource Studies department at the ILR School, Cornell University after receiving her Ph.D. and M.A. in Organizational Psychology from the University of Maryland, and a B.A in economics from Wellesley College. Nishii is an expert on inclusion in organi...
Stephanie R. Thomas is a Lecturer in the Department of Economics at Cornell University. She teaches courses in microeconomics, labor economics and personnel economics. From August 2013 through June 2016, Dr. Thomas also served as the Program Director of the ILR School’s Institute for Compensation...
Bradford S. Bell is an Associate Professor of Human Resource Studies and Director of Human Capital Development and Executive Education in the School of Industrial and Labor Relations at Cornell University. He received his B.A. in Psychology from the University of Maryland at College Park and his ...
Alexander Colvin is Associate Dean for Academic Affairs, Diversity, and Faculty Development and the Martin F. Scheinman Professor of Conflict Resolution at the ILR School, Cornell University. He is an associate member of the Cornell Law Faculty. His research and teaching focuses on employment dis...
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